WeirdlyNXS: Like NPS, but just for candidate experience

Building great candidate experience can feel like packing your kid an ornate lunchbox, hoping for good feedback but knowing you’re more likely to get a frustratingly ambiguous shrug. Did they love it? Did they hate it? WHO KNOWS!? Meanwhile, you’re stuck periodically sniffing for old sandwiches fermenting under a bed.

Not anymore! Well, not for your candidate experience at least. Our new WeirdlyNXS feature is here to help you put quantifiable certainty around your candidate experience. If you want to talk to someone today about how this might slot into your recruitment process, click here. Unfortunately, you’re still on your own with the lunchbox.

NXS – the X stands for eXperience, not lunchboX.

Weirdly’s new NXS feature borrows the best parts of the NPS (NetPromotorScore) tool, trusted by marketers all over the world, and tweaks it for the specific recruiting context. What does that mean exactly? Well, where NPS reports on customer loyalty based on answers to a simple question, NXS gives you tangible metrics around candidate experience using a similar question.

Why is NPS such a big deal?

Marketers love to talk about how difficult customer/brand relationships are to measure. Everyone agrees a customer’s loyalty to your brand is a pretty good indicator of great things like “buying more products” and “influencing contacts to buy more products”. These are 👍🌟signs a marketer is doing their job well, but loyalty is pretty hard to measure accurately. Enter, NPS.

NetPromoterScore is a simple question, worded and delivered in a specific way, that puts metrics to loyalty. The logic goes, the more loyal a customer feels toward your brand, they’re more likely to actively promote your products to their friends and networks.

Anyone who selects 9 or 10 is flagged as a “promoter” – they’re most likely be great brand ambassadors who spend a lot with you and/or recommend you to everyone they know. People who choose 7 or 8 are labelled “passives”. They’re pretty neutral – maybe not promoting you, but probably not bad-mouthing you either. Anyone scoring you between 0-6 are called “detractors”. These customers are the most likely to be unhappy with your product or service.

Subtracting the percentage of Detractors from the percentage of Promoters gives you your overall Net Promoter Score. This is the “one metric to rule them all” marketers use to answer the question “how good is our brand loyalty?”.

So why is NPS interesting to recruitment?

Just like with loyalty, putting hard numbers around your candidate experience is notoriously difficult.

Using the NPS model – very simple format, a single dip-stick metric – we believe it’s possible to create an accurate candidate experience measure. We’re calling it NXS – Net Experience Score.

So how is NXS different?

Measuring your candidate experience is often left as a retrospective exercise, done with successful candidates only. That’s frustrating because it relies on people’s recall and it doesn’t take into account all the other people who experienced the application process.

Recruiters and HR heads are starting to experiment with using the NPS question as a more immediate way to get feedback. At Weirdly, we liked this thinking, but kept getting stuck on the idea that measuring loyalty (like traditional NPS) doesn’t seem like the right metric for candidate experience. Think about it this way:

Imagine you’re an engineer, applying for your dream job at NASA. After completing your application, you’re asked the traditional NPS question. Most of your friends are designers so of course you wouldn’t recommend they apply for THIS job. Does that mean you had a bad candidate experience? Or does it just mean the question is measuring the wrong thing?

So we’ve come up with our own alternative – taking the best bits of NPS, but tweaking the question to better focus on how the candidate rates their experience. WeirdlyNXS cNPSSlotted into the end of Weirdly’s custom screening quizzes, our NXS question is delivered to every single candidate after they’ve hit the submit button. The results are calculated as each candidate responds, then included in the regular reports shared with you by your Weirdly customer Manager.

 

If you’d like to get real, reportable metrics around candidate experience, choose a time to talk to our team about WeirdlyNXS today!

 

 

 

What is this magic! 15sec video intros at the front of your recruitment process?!

One of the most common features we get requests for is video. Video integration, video interviewing, video screening – basically anything that includes a candidate looking deep into their camera and spilling their truth.

We get it, there’s nothing quite like looking someone in the eye. So we’re super excited to share our latest feature. A video solution we’re sure you’re all going to love. Hold on to your socks, things are about to get very, very cool.

Video screening that’s dead simple – for you and your candidate

Considering video in early stage screening is a no brainer – especially for customer-facing roles where someone’s ability to convey warmth and connect right from the word go is paramount. But noone has time to churn through hours of video.

Our solution is short, sharp and gives you just what you need – 15-30secs, answering one question you can customise yourself. Best of all, it’s seamless for the candidate – so you’re not adding lots of time and clicks at their end and your beautiful candidate experience is being enhanced, not destroyed.

Candidate application selfie video

This could be your candidate. Look at how happy she is about your new, frictionless video application!

How does it work?

For your candidate, the process couldn’t be simpler.

At the end of your super-awesome, custom Weirdly quiz – at the same place they normally drop in their details and upload their resume and/or picture (if you require it), they’ll see a button to upload a video.

Worried your candidates won’t know what they’re clicking on? Don’t be. Hovering on the button or clicking the question mark next to it reveals a helpful blurb to manage expectations.

Clicking the button will reveal your custom question. This could be anything you like, from “You’ve got 30seconds to tell us about your first pet” to “In 15seconds or fewer, explain the theory of relativity”. The clincher is it’s got to be fast. 15-45seconds fast.

The idea is you’re getting a chance to see another side of your candidate, and they’re getting a chance to showcase a bit more of what makes them special. So while these videos might give you a really awesome jumping off point in an interview with this candidate down the line (Hey Charlie, your first pet was a dragon?? Tell me how that came about!), they don’t replace the deep, probing questions you’d ask further through the process.

And if they realise they’ve made a huge mistake – their sound was turned off or they shot the whole thing with the camera pointed at the ceiling – they can re-record at the click of a button.

For the recruiter, it’s just as seamless.

When you’re reviewing a candidate’s quiz report, the video they’ve recorded will be there ready to click and watch right under their profile info.

 

If you’re using Weirdly integrated into your ATS (so you don’t actually ever log into Weirdly itself), your candidate’s video can be passed through to your ATS too. This differs slightly for each ATS so get in touch with your Weirdly customer manager if you’d like to see how this works in your specific ATS.

If you’re keen on adding short, simple video early on in your process while keeping that candidate experience smoooooth, get in touch. We’ll run you through a demo and talk specifics around your own process and pricing. 

Integrations are the future: Here are the three ways Weirdly can integrate with your ATS

It’s an exciting day at Weirdly HQ! Dale’s off on another successful US sales trip, our Australian business is looking great and we’ve launched our brand new Weirdly JobPages ATS integration with one of the largest employers in the world. That’s one more integration flavour on offer from the Weirdly candy store.

Why get excited about another ATS integration you ask? Well, the simple answer is that life really sucks when you have to keep hopping between pieces of software. Endless logging in and out. We know, that you know, that your teams just won’t do it. So making sure your crew gets all that delicious Weirdly benefit without ever leaving their ATS dashboard is super-important to us.

For most of our customers, delivering a world-class candidate experience is high on the priority list. People come to us because we can help create a candidate experience that’ll leave applicants with an awesome, lasting impression of the company’s employer brand, as well as helping you manage volume and dramatically speed up screening. Building the kinds of integration with your Applicant Tracking System (ATS) that allow Weirdly to sit right at the front of your process is the key to really maximising these benefits. JobPages is our latest ATS integration type.

Wait. There are integration TYPES? What does that even mean? Well basically, there are different ways your ATS will let us share information with it. It all depends on how they’ve built their software and how you’ve designed your process.

 

Here are the three main ways Weirdly can connect with your ATS

 

Option 1: Apply Button

Weirdly ATS integration on apply button

This is where your Weirdly quiz link is automatically added to the Apply button on your job listings. For example, you create a new job in your ATS the exact same way you always do, but when you share it or list it on your career site, instead of the apply button automatically linking to the dry old ATS application form, it’ll take applicants to your customised Weirdly quiz. This means the first experience someone has with your employer brand is a really fun, positive one. This is the simplest way to get Weirdly at the front of your application process, but not every ATS allows it. For the ones that don’t we’ve got two other options…

 

Option 2: NEW JobPages

Weirdly JobPages ATS integration example

If you want your candidates to have that awesome Weirdly candidate experience as their first interaction with your application process, but your ATS won’t allow an “Apply Button” integration, JobPages is for you. Basically, we simply replace the current “open job” listings on your career site with a JobPage we automatically create from your ATS. Literally, nothing has to change in your workflow; you create a job in your ATS just like normal, you click the same button as always to share it to your career site and follow the same process to share it on your favourite job boards. Your Weirdly quiz is either automatically added to every job as a pre-apply assessment, or you can opt to have it be a feature you toggle on or off. Either way, recruiters stay in the comfortable familiarity of their ATS dashboard. It’s only in the background where things are a bit different. Instead of your ATS displaying all your open jobs on your career site, it instantly gives us all the same information and we take responsibility for displaying it on your site instead. That allows us to embed our quiz link in the apply button, then automatically add the candidate’s score to their ATS profile once they’ve completed the quiz. For you (and your candidates), nothing changes, except you might notice the “open jobs” page on your career site all of a sudden looks a little nicer. Oh, and of course you’ll begin to notice people raving about your great candidate experience 😉.

 

Option 3: Second stage

Weirdly second stage integration smartrecruiters exampleIf you’re still looking for Weirdly to help with values alignment, but don’t need us at the front of your process, this might be the option for you. After your candidates have completed the first step in your application process – usually by uploading some info/resume into your ATS application form – they get sent an invitation to complete your Weirdly quiz. This can either happen automatically (every candidate gets invited), or manually (you only invite the ones you like the look of). Either way, your candidates still get that custom Weirdly experience, we’ll calculate how well they align to your values and their results will be automatically attached to their candidate profile in your ATS.

 

Think a Weirdly integration with your ATS sounds pretty good? We’re currently working with most of the leading Applicant Tracking Systems in the market, including SmartRecruiters, Lever and SnapHire. If we don’t already have an integration running, you can bet we’re in the process of building it!

Have a lots-of-questions-asked, no-strings-attached demo with one of our team and learn how Weirdly can slot into your current process. 

Weirdly opens an Australian office: In related news, we’re all practicing calling Jandals, “Thongs”

Fire up the barbie, Aussies! Weirdly’s setting up shop in Australia.

Sascha Gray (ex. Hired,Inc and Seek) has joined the crew as Head of Sales and will be heading up our new Australian presence, based in Sydney. We’re chuffed – partly because Sascha is pretty much the perfect person to help connect us to more Australian businesses, and partly because it means more visits over the Tasman to the land of sunshine and beaches.

 

This could be us. Swoon.

 

With clients like Atlassian and Bunnings adding Weirdly screening to their HR technology stack in the last year, we’ve made the call to set up a permanent presence over the ditch. This’ll mean we can deliver more streamlined customer success, account management and onboarding help to our Aussie-based customers, as well as having a dedicated sales presence on the ground.

This exciting move also comes at the same moment Dale’s setting sail back to the US to keep growing our presence over there. It’s all busy, busy here at Weirdly.

If you’re in Australia and keen to talk with Sascha, in the US and want to meet with Dale or just keen to hear about the huge stuff our product team have been working on – drop us a message.

 

Weirdly’s customisable assessments pre-screen your candidates for values alignment. We help manage your volume, reduce churn and provide an unbeatable candidate experience. If you’re keen to hear how Weirdly could work in your organisation, book a demo here

New Snaphire and Weirdly integration: Assess values alignment in the Talent App Store

 

It’s finally here!

Joining the ranks of other great collabs to hit the Australasian shelves this year (I’m looking at you, Marmite Kettle Korn), the much anticipated Weirdly + Snaphire integration has been released and is already making recruiting teams from some of our biggest clients very, very happy.

If you’re using Snaphire as the ATS in your company, you might want to check this out. Give our team a nudge here and we’ll set up a demo and chat about how it might make your life a little easier.

In the meantime, here are a few of the key points you need to know about this new ATS integration:

 

A recruiting mullet: Weirdly up front, Snaphire in the back.

Working within Snaphire’s new Talent App Store, you can now connect your existing Weirdly account (or open a new one) by finding us in the Assessments tab.

 

Weirdly in Snaphire Talent App store

Choose the teal one with the friendly logo.

 

Quizzes are totally customisable. From the questions to the design, this integration gives candidates a taste of your culture, while testing how well they align with your company values. The best thing about this particular integration is it allows you to put the custom Weirdly experience at the front of your recruitment process. Whether you choose a simple branded design, or a more ambitious animated experience, you’ll be gathering data on your applicants that’s truly valuable in building faster, better quality shortlists.

Weirdly Snaphire integration for Bunnings

Customise with your own logos and colours. Or go large and turn the whole thing into an animated pick-a-path extravaganza – your imagination is the only limit!

 

We all know hiring candidates that align with your company values has a huge impact on your retention rates. With this new integration, you not only provide an awesome application experience, you can see how each candidate aligns with your culture and values without ever leaving the comfort of your cosy Snaphire dashboard.

 

Snaphire dashboard with Weirdly integration

See at a glance how well each candidate aligns with your company values.

 

If assessing values alignment, improving retention and delivering your candidates a better experience than the generic ATS application is important to you, drop us a line now.

 

Weirdly Version Three is almost here

Weirdly Version 3 is coming very very soon.

We’ve been working hard behind the scenes to fix all the cogs and gears that run Weirdly. If you haven’t heard of us before, go here to read all about it. Go on; I’ll wait right here ;-).

If you’re already one of our tribe, keep in mind, a lot of the work has taken place under the hood. We have built a shiny new framework so that sometime in the not-so-distant future, we can build out deeper predictive analytics and machine learning features.

It’s not all hidden though, here are some screenshots to whet your appetite for what’s coming (click on the images to zoom and enhance!)

So who gets to have V3 first?!

If you have been thinking of using Weirdly for a while, jumping on board now means that after all the consulting and customisation has happened, when you’re ready to launch, you do so onto the latest and greatest Weirdly. We especially want to talk to you if you have a well-established recruitment team that needs just to crystallise what the culture fit means for your corporate culture.

If you are already using us, then do not fret, we will migrate people over in the next couple of months – we’ll start with those of you on the Massive and Custom plans. To cause as little disruption as possible, we are staggering the rollout for all other accounts. We promise it will all happen in the next few months.

If you simply cannot wait, or you think you are eligible for the first wave of upgrades, email us at [email protected] and we can assess the suitability for you based on your unique usage.

 

Weirdly Integration with Lever: Super easy culture screening

For those of you who’ve been waiting (and for those of you who would’ve been if you’d thought of it), Weirdly’s newest integration with Lever is now live. That means, culture screening with Lever is now not only possible, it’s super easy.

Lever is one of the fastest growing ATS’s out at the moment. We’re fans of their collaborative recruitment philosophy and love their focus on nurturing candidate relationships, rather than the more transactional recruitment approach loads of other ATS’s take.

Weirdly is one of the fastest growing culture screening tools out there and we also take a candidate-led approach to the way we’re developing our science (and product). So it stands to reason, an integration with these guys has been on the cards since day one.

But, as anyone who has built software before knows, integrations are a notoriously tricky beast. We want to make sure we’re building this partnership in the way that best works for you guys, the Lever users. So, like with most of the things we do, we’re taking a slightly unorthodox approach.

We’ve built a basic integration that you can use today. Then we’ll build deeper and more complex levels of integration based on your feedback.

In a nutshell? We’d like you to try out our new integration today and tell us what you think. What’s working, what’s not and what you’d like to see us add in stage two. You’ll get to help us design and build your perfect ATS integration.

Keen?

 

Setting up your own Weirdly integration with Lever.

First connect your Weirdly and Lever accounts:

  1. Log in to your Weirdly account. If you don’t have one, it takes 30 seconds to set up a free trial using our Quiz Generator. Just click the attributes you’re looking for in a candidate and we’ll auto-magic up a screening assessment full of fun, scientifically validated questions.
  2. You in? Great. Now go to your Admin panel, select the Integrations tab and click on the Lever logo.
  3. Follow the instructions to cut and paste your Lever Postings API Key and Job Site Address, then hit the big green “connect with Lever” button.

Congratulations! You just set up your integration with Lever. Now you can start sending candidates from Weirdly into your Lever candidate databases.

Next to each new candidate who completes your weirdly quiz, you’ll see a new “Lever” column. Clicking the icon will open a pop-up that shows you all your live Lever jobs. You just select the relevant job and your candidate gets attached to it in your Lever database.

Weirdly integration with Lever - dashboard icon

If the candidate is already in your Lever database, Weirdly will attach their Weirdly score and assessment report to their existing profile. If they’re not already in your Lever system, we’ll create a new candidate profile for you, tag it with the job you have chosen and attach the same score and assessment report.

Weirdly Integration with Lever - candidate-profile with Lever integration

How do I integrate Weirdly into my current Lever process?

There are two ways our users are taking advantage of this new integration with Lever:

First stage screening:

What’s it good for?: High volume roles, Making the first screening step faster, An awesome first-touch candidate experience that put your values at the front of your recruitment process.

How does it work?: Add Your Weirdly quiz link to job ads, social posts and your careers site. Candidates use this quiz to apply for the job. You can then jump into Weirdly regularly to see who has applied and fire them through to your Lever account.

Second stage screening:

What’s it good for?: Engaging candidates and getting more buy-in, Refining from long-list to short-list, Helping you build a richer case when presenting specific candidates to hiring managers.

How does it work?: You can add your Weirdly link to an automated email in Lever that’s sent to the candidates in your long or short list. Candidates just click the link in the email to complete the quiz. You can then review and import their screening assessment report into Lever in the same way you do in the first stage screening.

 

Tell us what you think

Now that we’ve built this Phase One integration, we want to know what you think. Give it a go, tell us how it works for you and let us know what you’d like us to consider in the Phase Two version.

If you already have Weirdly account, you can activate your Lever integration here. If you don’t, take 30secs to create your own by clicking the button below.

Weirdly quiz sign up now

Weirdly User Permissions: Keeping the troops organised

If you spend your days hiring people across different teams or buried deep in global recruitment campaigns, we’ve just added your dream feature: User Permissions.

For people on a paid account, the ability to add multiple users to your Weirdly account has been awesome. It means your hiring team can collaborate on candidate reviews – adding notes to profiles and managing long-and-short lists. This new permissions feature is now taking that to the next level.

In a nutshell, Weirdly’s new user permissions will allow you to grant (and block) user access to different quizzes on your account. This is great if your Weirdly team includes hiring managers who should only have access to the quizzes that related to their own teams or office locations.

It will also allow you to control which team members can perform different tasks on your account.

You can access this new feature in the User tab on your admin dashboard. Here’s how it all works:

 

Step 1. Creating groups

“Groups” are the way you can organise your quizzes into clusters.

For example, if you’re a cafe with a whole lot of different locations, you may like to set up a group for each one: New York (for your NY office), Auckland (for your NZ office) and Disneyland (for the coffee cart just next to SpaceMountain).

Weirdly user permissions - setting groups

If you’re a business that hires lots of people in different departments or teams, you could make groups like “Call centre”, “Digital team” or “Marketing”. What you call your groups is entirely up to you. You can change these at any time, and there’s no limit to the number you can create.

 

Step 2. Allocating group access

Inviting users to your account has always been super-easy using the Weirdly admin panel. Now once they’ve joined, you can select which groups your new team members can access.

Weirdly user permissions - allocating groups

This means when they login to the Weirdly account, they will only see quizzes that are in that group. It’s important to note, when a new user joins your team, their default group access is set to “All”. This means they can see all quizzes on your account – regardless of what group that quiz belongs to. You can change group access for anyone at any time, as many times as you need to. No limitations! Impossible is nothing! Adidas would be proud of us.

 

Step 3. Setting user-activity permissions

As well as giving your user team access to different groups, you can easily set what activities they can do in Weirdly. Just choose the option that fits that user’s role best.

Weirdly user permissions - activities

*Relates to quizzes, assessments and candidates in the groups each user has access to see.

 

So that’s how Weirdly user permissions works. We’re keen to hear how it’s working in your team so don’t hesitate to send us your feedback – either on twitter or by dropping us line in the awesome PeoplePeople slack community.

And if after all this, you’re kicking yourself for not using Weirdly in your own organisation, It’s not too late! Give a free trial a go now (it only takes 30secs to set up and we’ll build your quiz for you).

Weirdly quiz sign up now

Weirdly video integration: It’s heeeere!

Weirdly video integration is here! And with the next wave of HR and Recruitment trend reports for 2016 showing video still flagged as one of the major trends in recruitment – it’s not a moment too soon.

If you’ve been using Weirdly for your culture screening, you can now collect candidate videos as a second stage component in your own process.

 

Here’s how it works:

  1. In your Weirdly account, jump into the “integrations tab” on your admin panel (click the cog icon in the black nav bar at the top of your screen).
  2. Select “Weirdly video” and flick Simon your request. He’ll give you a call and our whizz-bang product guys will then apply the integration to your account.
  3. We’ll customise the video request message that candidates receive. Your branding and words are applied so the candidate experience feels seamless and uniquely like your brand.
  4. Video now slots seamlessly into your Weirdly recruitment process. Once candidates have completed a Weirdly screening assessment, they’re sent a customised email asking them to upload a short video

Weirdly video integration intro screen

 

Customised candidate instructions:

The key to making your video integration really useful is giving candidates really clear instructions. Once your people have completed your Weirdly screening quiz, they’re sent an email with instructions to create a video, then simply click a button to upload it directly into their Weirdly profile.

As well as including your branding, this email contains the question or instruction you want to give candidates about the kind of video you’d like to see. It could be a question or a challenge. Want a bit of inspiration? Here are a few ideas other clients of ours have used:

  • Create a 2min video telling us: The challenge facing NZ communities that you care about the most and how you would address it.
  • Tell us (in a 60sec video) what “awesome company culture” means to you
  • Create a 60sec video telling us what you’d like to get out of this graduate programme
  • Make a 1-2minute video telling us about the biggest, bravest decision you’ve ever made (and how it worked out!)

 

Weirdly video integration email template

Imagine this email, but with your brand colours, logo and links all over it.

 

Manual v Automatic: Setting up your recruitment video integration for maximum awesome:

With the new Weirdly video integration, you have complete control over when candidates get sent their video request emails. You can set the requests to go out automatically or manually at will – that means you can set it up to send automatically to every candidate applying to your mid-level sales manager role, then flick it to manual when your high volume graduate campaign kicks off.

It’s all easily done with the click of a button, right within your Weirdly admin panel.

Weirdly video integration switch from manual to automatic

 

How do you review videos once they’re collected?

This is the coolest part of all. Once a candidate has uploaded their video, it’s automatically embedded into their assessment profile – right under the personality-donuts. If that doesn’t sound convenient AND delicious, I don’t know what does! Reviewing from there is easy – just click the image and the video will start playing. And if you’ve got an multi-admin account, your colleagues can review videos the same way and leave their thoughts for you to read using our handy note feature.

Weirdly video integration candidate example

 

We’d love to hear what you think about this feature (and other things you’d like to see us building into Weirdly). Join our People-people slack channel to share your thoughts and connect with other recruitment and HR professionals around the world.

If you’re keen to make video a part of your recruitment process and think our new Weirdly video integration sounds pretty good, you can dig a little deeper by grabbing a free trial account.

Weirdly quiz sign up now

Shiny! New! SmartRecruiters integration

Well, the product team are looking a bit dazed but it’s all in the name of success! We’ve launched the first in a series of recruitment tool integrations: Number one on our list? SmartRecruiters.

Making sure the different HR technologies you use play nicely with each other is vital. For Weirdly, that means making sure you can use us within (and alongside) your current ATS or candidate management system.

A SmartRecruiters integration was a natural choice for our first biggie. They’re on a mission to make hiring easy. We liked the sound of that. The fact that they’re one of the world’s fastest growing Talent Acquisition Platforms doesn’t hurt either. They grew over 500% between 2014 and 2015, and this year looks like it’s shaping up well too.

We’re super chuffed to be connected with these cool guys and featured in their assessment marketplace.

This particular integration has also allowed us to add a new offering to the Weirdly stable.

New Culture Screening Surveys

Our team (led by our new psychology head-honcho, Jeff Godbout) has used years of collected data to pull together a few off-the-shelf screening assessments. While these aren’t matched to an individual company culture, they can screen candidates for the common attributes needed to be awesome in certain types of company or team. These new off-the-shelf screening assessments are:

SmartRecruiters integration: For assessing startup culture

StartupCulture: There are common attributes needed to really succeed in the high-pressure world of startup. This screening assessment will help check whether your candidates have what it takes.

 

Better off Tedteam

Innovation Culture: Creating a culture of innovation is still ranking high on most larger company priority lists. Creating a team that captures a bit of the startup innovation culture, while still being able to operate in a larger corporate environment requires a special kind of screening survey.

SmartRecruiters integration: Assessing graduate culture

(Coming Soon) Graduate Culture: Screening graduates on their resume is, well, often sort of redundant. This survey will help you understand if your candidates have the qualities you look for in grads, even if they don’t have a lot of experience in a particular role.

So how does this SmartRecruiters integration actually work?

As part of our new integration, these screening surveys are available in the SmartRecruiters marketplace.

SmartRecruiters users can then send them out to candidates without ever leaving their dashboard. Once the candidate completes the screening survey, their score is displayed on their candidate profile, and a pdf copy of their answers is automatically attached.

There’s a handy link on each candidate report incase you want to know more about what the screening assessment is measuring. We’ve even kept it really clear and concise – no-one’s got time to wade through loads of confusing babble!

Finally, for people who are keen for something more customized to their specific company culture, Weirdly’s full custom option is just a click away.

We can help you design your dream screening assessment. Customised so it looks and feels like your brand, with an awesome candidate experience, video integration and a tailored question bank written by our in-house data/psych team. Once you’re happy, we can load it up into your SmartRecruiters account so it’s only accessible to you and your team.

You can check out more about how this SmartRecruiters integration works and put your hand up for first access when we go live later this week.

What’s next for Weirdly integrations?

This is just the first of many integrations we’ve got planned over the coming weeks and months.

Those of you who use Lever, Greenhouse as your ATS, and who use video or Slack somewhere in your process – keep your eyes peeled here.

And if you’re using another HR technology or software in your recruiting and want us to add it to our integration hit-list, flick us a tweet or join our People-people slack channel .